What is the purpose of the AEM-Cube?
Organizations derive strength from a combination of teamwork, loyalty, and the ability to successfully endure change. The AEM-Cube is a tool that leverages the concepts of attachment and exploration, so leaders may identify the emotional intelligence required for agility and survival.
The AEM-Cube itself is delivered as an online questionnaire form, which provides individuals with a comprehensive report describing where they naturally contribute most effectively within a team and organizational setting. Using the data produced from the cube, organizations may maximize efficiency and output of growth by utilizing high performing teams and individual strengths. Unlike other strengths or personality indicators, such as Myers Briggs Type Indicator, Management by Strengths, DISC, and others, the AEM-Cube is focused on growth, execution and tied directly to an organization’s strategy.
What is the difference in the AEM-Cube and the AEM-Cube 360?
By comparing the Self & 360 Feedback images, the tool quickly identifies if an individual’s natural preferences align well with his or her current role. It also can highlight “group think”—showing visually when employees are conforming to accommodate an established culture or leadership style. Understanding how employees may actualize their potential most powerfully in the organization is a major step in hiring the right fit and retaining a trained workforce.
How many participants have taken the AEM-Cube?
How does the AEM-Cube benefit organizations?
- Cognitive Diversity & Inclusion
- Mitigating Operational Risks
- Career Choice
—Traditional “diversity” focuses largely on demographics. Agility in the information age requires other types of diversity and inclusion as well, like cognitive thinking and technologies. The AEM-Cube is a highly complex tool that measures employee’s cognitive preferences. Successful organizations leverage potential from each cognitive preference type. Inclusion of each preference type increases innovation, accelerates decision making, and reduces risk.
—Matching natural preferences to organizational roles helps ensure employees are engaged and feeling energized by their contributions. Engaged employees stay five times longer than their peers.
Hiring—Understanding whether a recruit will be optimized in the role available saves organizations time and money. Using AEM-Cube as a hiring tool identifies the preferences of recruits and subsequent alignment to the role being offered.
—This tool maps teams and individuals to identify gaps and risks. It also highlights if an individual is in a current role that could produce burnout, so mitigation strategies may be deployed.
—Many students are unfamiliar with career choices outside of their previous exposure. The AEM-Cube is being used by educational institutions to help students identify potential career paths based on their natural strengths and preferences. It helps students become aware of new possibilities, improves the likelihood they will finish a degree path, and helps potential employers hire a good fit.
What does AEM stand for?
A — Attachment
E — Exploration
M — Management of Complexity